How the General Equal Treatment Act (AGG) makes life difficult for applicants: just do not give up!


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Text comes from: Das Jobinterviewknackerbuch: Cool bleiben - Kompetenz zeigen - K.O.-Kriterien kennen. Was Personaler nie verraten würden (2012) by Florian Vollmers, published by Campus Verlag, Reprints by friendly permission of the publisher.
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Job advertisements and job offers are often spongy and meaningless - somehow everyone feels addressed and that's where the hare is in the bottle: Because the General Equal Treatment Act (AGG) does not even allow personnel to exclude certain groups or genders when looking for employees - whether they fit the job or not. Result: Applicants never know why they were actually sorted out.

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Florian Vollmers florian-vollmersFlorian Vollmers is a freelance journalist for FAZ or Handelsblatt.

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Applicants - thanks to AGG also not smarter than before

In the past, many HR managers were happy to give rejected candidates a useful tip - à la “Are just too young for this position. Please try again in five years. ”

Today, many HR managers prefer to keep their mouths shut - because of the AGG. And the rejected applicant is also no smarter than before. The fact that he was rejected for the next job interview could have been of great help to him. The HR manager says very openly: “The AGG harms applicants. Because we cannot give them honest feedback. ”

Bizarre discrimination ends with comparison

Back to the “Ossi” case at the regional court in Stuttgart: the window manufacturer's personnel officer had half burned his mouth when he documented the applicant's origin with a minus on their documents. By the way, the decisive mistake was not the corresponding note, but the fact that he had apparently accidentally sent it back to the applicant!

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In the action for damages due to discrimination, the parties ultimately reached a settlement in court. The question remained unanswered - by the way, to this day - whether the fact of originating from eastern Germany is comparable to an independent ethnic group - and thus the AGG can be applied to “Ossis”. It doesn't get any more bizarre.

Applicants do not learn why they were rejected

In order to avoid the charge of discrimination and compensation claims, companies are therefore more cautious in dealing with applicants than in earlier times. Rejected applicants no longer learn why they do not get a job. Critical data, for example, on disabilities, must not be provided by applicants in advance.

Where earlier in the interview a remark about the outfit of a candidate was usual, one focuses more strongly on which work the respective candidate can reliably afford in favor of the employer.

Know the background and do not throw the rifle into the grain

Applicants need to know such backgrounds in order to be better prepared for a job interview. It is not so important how to apply properly. And also great checklists according to the motto “This is how you have to do it, then you will get the job” do not bring much.

More importantly, the "Why?" to know, namely the rules of the game behind the conversations, which the HR personnel are often not even aware of.

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But what is particularly important: Applicants should not immediately doubt your personality or your competence if they are rejected. Don't attend umpteen applicant seminars, don't go into therapy. In any case: Let out a good round of anger after a rejection, keep applying, keep looking for ways into the job. And this is how it is done:

10 tips for the right application strategy

Repeatedly rejecting the Casting, 10 tips on how to do it better

  1. Use multiple channels: Never use only online networks, job opportunities or personal contacts, but all the possibilities of job hunting.
  2. Defining a dream company: Make a list: Where would you like to work? And why? Try it specifically with unsolicited applications.
  3. Practice Applying: Never start with your favorite company, but always with where you would not work at all. As a result, you can already gain experience.
  4. Prepare yourself: For example, when asked: "Why do you want to work for us?" Or the employer will know your online profile.
  5. Imagine the company: Personnel screen your online profile? Collect online information about the company!
  6. Sell ​​yourself offensively: Be active in networks, blogs or Twitter. If you are known, you will be recommended and gain new contacts. This greatly improves the chances of finding a job.
  7. Brevity is the soul of wit: Practice showing yourself in three to five minutes. For example, it takes a ride on a lift - and sometimes you just do not have more time.
  8. Stay true to yourself: Of course, you should present yourself well, but stay the way you are. Personnel hate missing authenticity.
  9. Do not take cancellations personally: Personnel are also only people with little time. Think: how would you behave in such a situation?
  10. Only no inhibitions: Even if you have had bad experiences: do not be afraid of the next application. Only those who continue and stay active find the right job.

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